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    Impact of Work life Balance on Employee Job Satisfaction
    (Library Information Services, COMSATS University Islamabad, Lahore Campus, 2024) Javeria Shahzad; CIIT/FA22-RBA-024/LHR; Mr. Shahbaz Ahmad; LHR TP 9595
    These are the work life balance, organizational commitment, stress and organizational culture that this research seeks to establish their impact on job satisfaction in the organizations. The purpose of this study was mainly to examine how these factors might work and add to general job satisfaction, with specific focus on the real-world use for enhancing worker welfare and organizational achievement. The research used a quantitative method of data collection which involved use of questionnaires for gathering data from organizations’ employees regardless of their position or department. Fifty-one participants were in the sample; the study data was also analyzed by the use of descriptive statistics, reliability coefficients and correlation analysis to test hypotheses related to the research variables. It also reflected that work life balance has a moderate positive correlation with job satisfaction where employee response was high when they had balance between personal and professional life. Moreover, it was ascertained that job stress is significantly negatively related to the level of job satisfaction, which means that more stressed employees are more likely to be dissatisfied with their jobs. On the other hand, the analysis of the results showed that employee engagement is a significant predictor of job satisfaction since the engaged workers can make more decisions, and enjoy personal development at the workplace. Furthermore, the research has also echoed organizational culture and leadership on the level of job satisfaction. Receiving a work environment was found to ensure organizational respect, recognition and acceptance would lead to role satisfaction by employees. Similarities that were pointed out in the research included leadership and organization work culture as being determinants of higher levels of employees’ job satisfaction hence leading to reduced employee turnover. According to the authors’ analysis of the results, it is suggested that organizational leadership stresses work life balance, engagement plans and stress management. Offering employment flexibility, developing professional growth opportunities, and creating a professional supportive environment are ways to drive and improve satisfaction and organizational performance. Another good idea for business is to spend money on leadership development so that the managers will be able to guide their employees properly and promote the policy of nondiscrimination